Applying to a job is stressful and can be frustrating for applicants. Plus, the balance of power is strongly skewed towards the employer. This means people interviewing are typically not the best representation of themselves. Success in interviewing does not necessarily predict success on the job.
Therefore, interviewing with Remote should be as comfortable and easy as possible. Some guidelines:
- Always be transparent with the candidate.
- If you realize early on that you won’t be able to hire someone, just let them know. This is not common practice, because it’s hard to be that direct. However, most people will appreciate you being candid.
- Don’t make promises you can’t keep. Something that happens often is a candidate asking whether a function can lead into a more senior role. You should have already thought about this before the interview, and often the response is “it depends”. Candidates will understand it when you say that it depends on how they perform on the job.
- Prepare and take time for interviews. If you rush someone, or don’t have the time to prepare or finish your notes after the interview, it’s better to not have the interview.
- Prepare the candidate for the interview. If you expect them to e.g. go through work, do an exercise or anything else, don’t surprise them with this. Let them know at the time of scheduling the interview. Our interviews might involve STAR (Situation, Task, Action and Result) based interview questions to review alignment with our values. It might also be very different than that and quite conversational, we therefore prefer candidates to be completely authentic when they meet with us and not focus on what we want to hear, but instead get to know them better.
- It’s okay to not be sure about a candidate, and to ask for another interview.
- If anyone reaches out to you on LinkedIn or other social media platforms (that is not someone you know or have worked with before), feel free to point them to our careers page and encourage them to apply. We want everyone to have an equal opportunity and therefore making sure they apply, will help our Recruiting team to easily engage with them via our ATS and review applications in an unbiased setting.
We want to hire great people at Remote. If you're a hiring manager for a position, make sure to:
Talk about the role internally, in public channels, and ping people that might be interested in contributing in some way to the hiring process. This is also the moment to ask for references/referrals
Define the hiring process upfront, so this can be shared both externally with candidates, as well as internally
- When doing this, always ask the department heads/ VPs whether they want to be involved in the process and at which point
A Candidate is always welcome to ask for a time more suitable to their timezone. Work with the team internally to check who in your team has the closest availability, if you have no overlap with the candidate's timezone. Don't encourage the candidate to schedule in the middle of their night, this won't be a good experience for them or you and potentially create an unfair advantage to others interviewing for the same role, in their work/ day time.
Take notes and share these with the other interviewers in advance in the SSOT for hiring (which is the ATS we use)
Encouraging belonging: inclusion, diversity and equity
We believe that the collective sum of our life experiences, knowledge, inventiveness, innovation, self-expression, unique capabilities, and talent that Remoters bring to their work makes up the core of our company culture. We fully embrace employees’ differences in age, national origin or ancestry, race, color, ethnic origin, sex, gender identity and expression, sexual orientation, physical and mental ability, medical condition, religion, marital or domestic partner status, and the multitude of other areas that make us all so unique.
Guidelines for a sustainable and diverse environment
The following demonstrates our essential elements of a sustainable and diverse workforce. We welcome your suggestions and invite you to explore further at firstname.lastname@example.org.
- We ask everyone at Remote to respond to direct outreach regarding open positions (via LinkedIn, social media or even email) with only the link to the position on our job board. This helps us stay inclusive and avoid the traps of bias that can be difficult to spot in the moment.
- If you have an open position but find that those applying are in some way homogeneous (e.g., only male and/or only white candidates, etc.), you must actively seek out others. For example, consider posting the job on a site for female engineers or a site dedicated to people of color. And it is fine if this costs us money.
- Psychologists have proven that group identity is an ingrained mental habit that normally does not present a problem until or unless it leads to prejudice against those who are different. Thus, when hiring, make sure that the people on the hiring committee represent the people you are looking for whenever possible.